When selecting executives, HR decision-makers use numerous diagnostic procedures to determine the expected performance of their candidates. However, there’s often a lack of specific requirement criteria, and some of the test procedures used are scientifically questionable.
A critical article on requirement criteria and the wrong personality test. Like everything in life, the right dose and the right vehicle at the right time make all the difference…
The article was published in Personalwirtschaft 07.2017 and can be read here: